The Lewis change management model, was designed and created by Kurt Lewis in 1950s and has passed the test of time to date. It is one of the most valid models of change management that has been widely used and has been echoed one of the most effective. The model suggests that it is essential to understand the structure of an organization to understand the most appropriate change method to apply (Molinsky, 2016). In the process of ending childhood obesity, the relevant stakeholders should prepare all the quarters, and that play a role in the cause. The model requires preparing the forces that are involved in ending childhood obesity, i.e. people, groups, projects, useful as to ensure that they will be ready to undertake transition and come up with products with low-fat content.
The process of ending childhood obesity would require following up some stages for efficiency as suggested by in the Lewis model namely; unfreeze, change and refreeze. The first stage means all companies that produce fasts foods and products that cause obesity among children should be briefed on the importance of diversifying their channel of production and provide foods with low-fat content. Additionally, parents should ensure they reduce excess intake of fast foods that contain excessive amounts of fat. We also have the change stage which is the most crucial step in attaining change that the obese must be very keen on as they ensure the required goal of the change is achieved. The model requires obese children to be subjected to proper dietary and thorough exercises to ensure the situation is addressed. Change is not well received but change ensures a smooth flow of transactions when expertly prepared for. The third and final stage in the process of ending childhood obesity would be keeping fit and doing all the necessary exercises to ensure the body utilizes the excess calories. This ensures staying within the expected limits of food consumption, proper diet choice and subscribing to ways that will provide one is doing necessary exercise.
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In a nutshell, the reason for discussing this model is because it has been applied successfully in many organizations aiming to achieve transition. The model also has stages for easy evaluation, which makes it easy to follow up, and at what stage needs attention.
References
Molinsky, A., & Hahn, M. (2016). 5 Tips for Managing Change Management tools. Harvard Business Review; A Cross-cultural Management.
